Employment Documents

Are you struggling to create or review important employment-related documents such as contracts, agreements, and policies? We are here to help. With years of experience in the field, we provide expert drafting and reviewing services to ensure that your documents comply with the latest legal standards and meet your specific needs.

From creating new employment contracts to reviewing existing policies, our team of professionals is dedicated to delivering high-quality and reliable services to help you focus on growing your business. Let us take care of your employment documents, so you can focus on what you do best

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Employment contract

An employment contract is a legally binding agreement between an employer and an employee that outlines the terms and conditions of employment. It should include information such as the employee's job title, salary, benefits, and termination procedures.

Non-Disclosure Agreement (NDA)

A non-disclosure agreement (NDA) is a legally binding agreement between two or more parties that prohibits the disclosure of confidential information. It should include information such as the scope of the confidential information, the duration of the NDA, and the remedies for breach.

Show Cause Notice

A show cause notice is a formal document that an employer sends to an employee to notify them of potential disciplinary action. It should include information such as the allegations of misconduct, the potential consequences of the misconduct, and the employee's opportunity to respond to the allegations.

Consultancy Agreement

A consultancy agreement is a legally binding agreement between a consultant and a client that outlines the terms and conditions of the consultant's services. It should include information such as the scope of work, fees, confidentiality obligations, and the ownership of intellectual property created by the consultant.

Severance Agreement

A severance agreement is a legally binding agreement between an employer and an employee that outlines the terms and conditions of the employee's termination. It should include information such as the amount of severance pay, the release of claims against the employer, and the confidentiality obligations of both parties.

Termination Letter

A termination letter is a formal document that an employer sends to an employee to notify them of the termination of their employment. It should include information such as the effective date of termination, the reason for termination, and the employee's eligibility for severance pay.

Offer Letter

An offer letter is a formal document that an employer sends to a potential employee to outline the terms and conditions of employment. It should include information such as the employee's job title, salary, benefits, and start date.

Non-Compete Agreement (NCA)

A non-compete agreement (NCA) legally prohibits an employee from working for a competitor or engaging in activities that may compete with the employer. It encompasses details like geographic restrictions, duration, and the specific activities forbidden by the agreement.

Increment Letter

An increment letter is a formal document that an employer sends to an employee to notify them of a salary increase. It should include information such as the amount of the increase, the effective date of the increase, and the reason for the increase.

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Frequently asked questions

This is known as "termination simpliciter" (termination without cause). It is generally permissible only if your employment agreement contains a specific clause allowing for it. However, it is not absolute. The employer must:

Provide the notice period as specified in your appointment letter (typically one to three months).
Alternatively, they can pay you a salary in lieu of the notice period.
The reason for termination cannot be malicious, discriminatory, or a guise for misconduct (which would require a formal inquiry). Courts can investigate the "real" reason if the termination is challenged.

In most cases, the employment agreement will prevail. The employment agreement is a legally binding contract signed by both you and your employer. An HR policy, while important, is often a set of internal guidelines that can be amended by the employer. Unless your employment agreement explicitly states that you will be governed by the HR policy as amended from time to time, the specific terms of your signed contract will hold stronger legal weight in a dispute.

No, an employer cannot unilaterally change the terms of employment if those terms are part of a signed contract or implied by established company practice. Any change to salary, working hours, role, location, or benefits must be made with the employee’s consent.

However, minor policy updates (like shift timings or reporting structures) may be permissible if the contract allows flexibility. We help employers legally implement workplace changes through proper contract amendments, employee communication, and risk review.